55. Training
• April 2012:
– 85% of users believe in positive effect
of showing skills and abilities
56. # connections
• April 2012:
– 58% of users believe in positive effect
of having many LinkedIn-connections
57. Important people
• April 2012:
– 55% of users believe in positive effect
of having important LinkedIn-
connections
58. Creating better perceptions via
LinkedIn
• Quality network?
– Once met: 62%
– Strangers: 9%
– Only tight connections: 24%
59. Thank you!
Prof. dr. Ralf Caers
Hogeschool-Universiteit Brussel
60. Social Media in recruitment
Personal perspective of a (semi-)believer
Vlerick HR Day, June 13, 2012
Jurgen Moenaert, Head of Recruiting Deloitte
61. Objectives of today
Build upon academic research – Share some experience
Discover novelties - Trigger some thoughts (or even actions ?)
What today is certainly not :
Full-scope Social Media Training
Deloitte promo-session
Me trying to convince you
62. Proposed agenda
– Setting the scene
– Social media as strategic differentiator ?
– Time for a reality check
– Some (useful ;-) tips for the road
64. Recruiting @ Deloitte
Capabilities of social media for recruitment
• A touch point is every occasion where candidates give a
share of his/her attention to an employer brand.
• Social media have increased dramatically the number of
EMPLOYER CANDIDATE
potential touch points between employer and candidates.
TOUCHPOINT
Create brand
Interact & Select &
awareness
Converse Secure
Source & Inform
65. Proposed agenda
– Setting the scene
– Social media as strategic differentiator ?
– Time for a reality check
– Some (useful ;-) tips for the road
88. Proposed agenda
– Setting the scene
– Social media as strategic differentiator ?
– Time for a reality check
– Some (useful ;-) tips for the road
89. Tip#1 : QR-codes to share info + generate traffic
Which info can be behind ?
URL, SMS, Email, Contact
details, Phone, Event,
Location, Wifi, Full Text
95. Tip#7 : Some useful extra features on LinkedIn
http://inmaps.linkedinla
bs.com/network
96. Tip#8 : Interesting articles on “Future of Recruiting”
The core philosophy of Recruitment 3.0:
• Not everyone is looking for a job
• Everyone is a potential candidate or brand
ambassador
• Employment brand is pivotal to your success in
talent acquisition
• People are looking for interaction with people,
not faceless, bureaucratic companies
• You are not in control of what people are saying
• Building relationships and communities is key
• Recruitment is (and probably stays ;-) boring
97. Tip#9 : What I understood to be 2 good books … ;-)
98. Tip#10 : A nice campaign example from Deloitte NL
99. Any further questions
or concerns ?
Jurgen Moenaert
Head of Recruiting Deloitte
(semi-believer ;-)